HomeMy WebLinkAboutResolution 6858RESOLUTION 6858
CITY OF MOUNDS V1EW
COUNTY OF RAMSEY
STATE OF MINNESOTA
RECEIPT OF THE SALARY COMPENSATION STUDY FROM
LAUMEYER AND ASSOCATES
WHEREAS, on April 10, 2006, the City Council of the City of Mounds View
authorized Laumeyer and Associates to conduct a Classification and Compensation
Study for the City of Mounds View; and
WHEREAS, the study has been completed in compliance with the accepted
proposal .submitted by the firm; and
WHEREAS, the City has reviewed the Report and is in receipt of the report and
will give future consideration to the recommendations contained therein.
NOW, THEREFORE, BE IT RESOLVED that the Mounds View City Council
does hereby receives the Salary Compensation Study as presented by Laumeyer and
Associates and refer this study to the Human Resources Committee.
Adopted this 10th day of July, 2007.
Rob Marty, Mayor
s
ATTEST: ~~ •
Kurt Ulrich, City Clerk/Administrator i
Mounds View City Council July 10, 2006
Regular Meeting Page 17
Mayor Marty pointed out that there were no interested parties in the site for either the restaurant
or office uses. He stated the space is being wasted and the modification does not seem to be an
overly significant change to the PUD of the area. He stated with a viable business in the area,
across from the Senior Center, there will be no major impact from the change in the use of the
building. He stated that if the building was going to attract renters, it would have by this time,
and he believes the printing company is the best option.
Councilmember Thomas stated one of the benefits of the PUD is to allow the Council the
flexibility to adapt the area to what types of businesses it will attract.
Councilmember Flaherty asked how many people the company employees and the owner replied
they employ 21.
Mayor Marty stated he is encouraged that Let's Get Graphic will be using the entire building.
Ayes - 4 Nays - 1 (Stigney) Motion carried.
G. Resolution 6858, Accepting the Salary Compensation Study.
Administrator Ulrich stated this completes the portion of the contract for the classification and
compensation study report. He stated the City HR Committee has worked with Laumeyer and
Associates and the firm has several recommendations. He stated all job descriptions have been
revised, which the Council approved. He added that the Council selected several comparison
cities. He stated that with the study and results, and with the presentation of the report, he
recommends the Council send the report back to the HR Committee to discuss the report and
make recommendations.
Jim Laumeyer, from Laumeyer and Associates, thanked the Council for the opportunity to
conduct the study. He stated after the presentation, his firm will go back to the HR Committee to
discuss the report. He stated that there were a small number of recommendations they will made.
He stated that he appreciates the level of support and involvement of the Personnel Committee
and Staff.
Mr. Laumeyer commented that Mounds View employees are extremely dedicated and hard
working. He explained the four areas with which the report deals:
1. FLSA: He stated this item, according to federal law, addresses whether employees are
classified as exempt or non-exempt. He stated there was only one employee with a
questionable classification.
2. Point system: He stated that one employee had considerable additional duties and that
half of the employees had minor changes.
3. Classifications: He stated that the report recommends nearly 60% of changes of
classifications. He said not to worry because the vast majority of the changes are to
bring Mounds View classification language up-to-date. He stated that one position
could be reclassified.
4. External Market: He stated the employment positions from ten cities were compared.
Mounds View City Council July 10, 2006
Regular Meeting Page 18
The vast majority of the positions, 90%, are at or slightly above market rate. He stated
that Mounds View is very positive as far as the market is concerned and his
recommendations will have very few monetary effects.
Mr. Laumeyer stated the firm is asking for acceptance of the report. He stated after approval, the
firm would return to the Personnel Committee with specific recommendations and will then
suggest some pay equity.
Mayor Marty asked about the sources of external data and why Forest Lake was removed. Mr.
Lauymeyer stated that Forest Lake was included in error and the version handed out at the
meeting without Forest Lake is correct.
Councilmember Thomas asked about the assumption of whether or not the pay system is
appropriate. She stated she does not see it addressed in any of the material. Councilmember
Flaherty stated that pay was discussed and it was not included in the report. Councilmember
Thomas stated she would like the information.
Mr. Laumeyer noted that it was decided to defer such information to the Personnel Committee.
Councilmember Stigney asked about the title changes and the criteria on which they are based.
Mr. Laumeyer stated that one was because one employee needs a re-classification due to duties.
He stated that in the workforce, classifications are constantly updated.
Councilmember Stigney asked "who" is using such terms and where the new words come from.
Mr. Laumeyer said the words come from research and surveys done with other cities. He
suggested the titles changes would be more comparable to other positions with the same duties.
Councilmember Stigney asked about the Community Development Director and stated he did not
see any changes. Mr. Laumeyer replied that it was a typo.
Councilmember Stigney asked for documentation supporting the recommendations. Mr.
Laumeyer stated they would be available at the Personnel Committee meeting.
Councilmember Stigney stated he would like to make a motion indicating receipt, not
acceptance, of the report with referral to the HR Committee. Mayor Marty stated it would come
back to the Council for approval.
MOTION/SECOND: STIGNEY/FLAHERTY. To waive the reading and adopt Resolution
6858, Indicating Receipt of the Salary Compensation Study and Referring it to the Human
Resource Committee.
Mayor Marty asked about Desaree Crane, and the language regarding the "Assistant To" title. He
stated he would like to keep the classification of "Assistant To the City Clerk/City
Administrator" title and that some of the duties should be taken on by Administrator Ulrich
rather than by the "Assistant To."
Mounds View City Council July 10, 2006
Regular Meeting Page 19
Mr. Laumeyer stated that the current duties of the position were more "Assistant" rather than
"Assistant To" duties. He stated he is looking forward to discussion surrounding the issue with
the HR Committee.
Councilmember Thomas stated she does not agree with changing the title "demoting" the duty
level of a person who is performing the work at such an excellent level is the wrong move.
Administrator Ulrich stated he would like to survey other cities about the duties their "Assistant
Tos" and "Assistants" are performing.
Mayor Marty stated he brought it up because he believes it is possible that Assistant To the City
Administrator Crane's plate is too full.
Ayes - 5 Nays - 0 Motion carried.
H. Resolution 6870 Approving Contract with Gov.Office to Provide Web
Hosting Services
Communications Coordinator Blackford stated that one of the goals of the Council is to improve
communications between the City and residents.
Coordinator Blackford outlined five reasons why the City should go with GovOffice:
1. Online completion of forms and applications
2. Online citizen polling:
3. Bulk e-mail feature which will allow citizens to choose which issues that interest them.
4. Search reports, which will allow reports to be run about what citizens are searching for on
the website
Automatic calendar: Coordinator Blackford gave an example about a job application that
would have to be removed when the closing date passed and explained that with the
GovOffice software, the posting would automatically be removed from the website.
Coordinator Blackford stated in March, 2005, Decision Resources conducted a poll that indicated
that 70% of Mounds View residents have access to the Internet and over one-third of those
people have visited the City's website. She stated that one-third of those people rate the website
as fair or poor. Coordinator Blackford explained that the interactive form will increase usability
of the website and that the instant results provided by the online poll will be valuable.
Coordinator Blackford stated that she received two bids, GovOffice and Civic Plus. She stated
her recommendation is GovOffice because it includes many features as standard that are not
included with Civic Plus. She also listed several people who have recommended GovOffice.
Coordinator Blackford provided information about the funds Mounds View gives to Roseville for
IT support. She stated it is a bulk fund that Mounds View pays each year and will have to be paid
whether or not the City purchases GovOffice. She stated there will be no additional charge for
web hosting with GovOffice.
TABLE OF CONTENTS
TOPIC PAGE
Executive Summary 2-3
Table 1 -Position Classification Plan 4-5
Table 2 -Index of Current to Recommended Job Classes 6
Hay Overview/Table 3 Job Evaluation Point Summaries 7-8
Table 4- Market Rate Variances 9-10
EXECUTIVE SUMMARY
This report constitutes the findings and recommendations for the positions that were
reviewed for the City of Mounds View within the context of classification and
compensation analysis.
We thank all City employees for their participation and willingness to provide
information, which was key to the successful completion of the project. Special thanks to
the City Clerk/City Administrator and the Assistant to the City Clerk/City Administrator
for their assistance and quality control efforts in the conduct of this project.
A. Principal Findings
1. The City is fortunate to have many dedicated, loyal and hard-working employees
who like their jobs and provide quality services to the City's residents. Tn
addition, the City is the benefactor of low employee turnover.
2. The City's classification titles were reviewed for appropriateness and designations
for the Federal Labor Standards Act (ELBA) were also applied. Approximately
59% of the job titles reviewed received recommended title changes (see Table 2).
3. The Hay .Point Factor System was reapplied to determine if any of the City's job
class point totals should be adjusted from the previous point totals. Based on the
latest application, the majority of the job classes received adjusted point totals
(see Table 3).
4. Of the positions reviewed, the Assistant to the City Clerk/City Administrator
designation is incorrectly classified. The nature and kind of work performed by
the position is of a professional nature and is beyond the clericaUadministrative
support profile that is characteristic of an "Assistant to" position.
5. A review of the City's current compensation rates for individual job classes based
on the results of a custom salary survey indicates that the City is, in mast cases,
above the current market rates (see Table ~.
6. The sample of jurisdictions for the market analysis was selected by the City based
on several factors, including geographic proximity, tax capacity, infrastructure
and population size. Further, it was segmented for exempt and non-exempt
employees. The sample was of sufficient size to provide statistically reliable
comparison/approximation to the labor market.
B. Principal Recommendations
I. The subject employees to be placed in the classification title recommendations
shown within Tables 1 and 2.
2
2. The City accept the status recommendations regarding the Federal Labor
Standards Act listed in Table 1.
3. The City re-classify the Assistant to the City Clerk/City Administrator to the
designation of Assistant City Clerk/City Administrator.
4. The City conduct a comprehensive salary survey an a two-year cycle to monitor
its market competitiveness.
The following Tables 1-4 are the result of the evaluation of the classification structure of
the City of Mounds View. Table 1 represents the jab classification hierarchy with
recammended job classification titles, class codes and FLSA designations..Table 2
illustrates the contrast between the current titles used by the City versus recommended
class titles. Table 3 depicts the use of the City's Hay Point Factor System and a contrast
between the point totals last established and the point totals that were determined via this
project. Table 4 indicates the City's market competitiveness based on the specific cities
that were selected for a custom salary survey.
As part of this project, determinations were made on each job classification relative to
eligibility for premium overtime or compensatory time aff in accordance with the Federal
Labor Standards Act (FLSA). The FLSA cites specific instances where the nature of an
employees' work exempts them from eligibility for premium (time and a half) overtime
pay or compensatory time off. The exemption categories used for this project are:
Professional Test: Those employees who have a four year degree whose work involves
professional judgment and discretion.
Executive Test: Those employees who have supervision and management as their
primary jab focus.
Administrative Test: Those employees who are using judgment and discretion in
developing and affecting management policies.
The results can be seen in Table 1 on the following page.
Table 1--Schematic of Occupational Job Classes
City of Mounds View
Position Classification Plan
Class Occupational Job Families and Job Classes FI.SA
Code
1000 City Administration Group
1001 City Clerk/City Administrator Exempt
1002 Assistant City Clerk/Administrator Exempt
1003 Communications Specialist Non-Exempt
1100 Finance Grou
1101 Finance Director Exempt
1102 Accountant Exempt
1103 Payroll/Utility Billing Technician Non-Exempt
1104 Account Clerk Non-Exempt
1200 Information Technology Group
1201 Information Technalogy/Engineering Specialist Exempt
1300 Administrative Support Group
1301 Receptionist Non-Exempt
1400 Community Development Group
1401 Community Development Director Exempt
1402 Economic Development Specialist Exempt
1403 Planning Associate Exempt
1404 Building Official/Fire Marshall Non-Exempt
1405 Community Development Technician Non-F,xempt
1406 Housing/Code Enforcement Inspector Non-Exempt
1500 Police Operations Group
1.501 Police Chief Exempt
1502 Deputy Police Chief Exempt
1503 Police Sergeant Non-Exempt
1504 Police Officer Non-Exempt
1 SOS Police Support Specialist Non-Exempt
1506 Police Records/Evidence Technician Non-Exempt
1507 Public Service Officer Non-Exempt
4
Table 1, cont. _ Schematic of Occupational Job Classes
City of Mounds View
Position Classification Plan
Class Occupational Job Families and Job Classes FLSA
Code
1600 Public Works Administrative Grou
1601 Public Works Director Exempt
1602 Public Works Supervisor Exempt
1603 Parks Supervisor Exempt
1604 Public Works Technician Non-Exempt
1700 Public Works Operations Grou
1701 Utility Worker, Senior Non-Exempt
1702 Mechanic Non-Exempt
1703 Water Systems Worker Non-Exempt
1704 Storm Sewer/Surface Water Worker Non-Exempt
1705 Sewer System Worker Nan-Exempt
1706 Street Maintenance Worker Non-Exempt
1707 Parks Maintenance Worker Non-Exempt
1708 Custodian Non-Exempt
5
Table 2 - Indez of Current to Recommended Job Classes
City of Mounds View
Position Classification Plan
Transaction Codes:
M =Merge into Other Classes S =Split into Two or More Classes
T =Title Modification N = No Change
D =Delete Class Title J =New Job Classes
Current Job Class Recommended Job Class Trans
Code
Accounts Pa able Clerk Account Clerk T
Accountant Accountant N
Administrative Assistant (Comm Develo) Communi Develo went Technician T _
Administrative Assistant (Police} Police Su ort S ecialist T
Administrative Assistant (Public Works) Public Works Technician T
Asst to the Ci Clerk/Ci Administrator Assistant Cit C1erWCi Administrator T
Building Official/Fire MarshalUFire
Fi ter Building Oflicial/Fire Marshall T
Clerk/Administrator Cit CIerWCi Administrator T _
Communi Center Custodian Custodian T
Communit Develo meet Director Communi Develo went Director T
Communications Coordinator Communications S ecialist T
De ut Chief Depuiy Police Chief __ T
Economic Develo meet Coordinator Economic Develo meat S ecialist T
Engineering/Information Systems
Technician Information Technology/Engineering Specialist T
Finance Director Finance Director N
Housin Code Enforcement Ins actor Housin Code Enforcement Ins actor N
Lead Utili Worker Utili Worker, Senior T
Mechanic Mechanic N
Parks Maintenance Worker Parks Maintenance Worker N
Parks Su ervisor Parks Su ervisor N
Pa roll/Utilit Billie Technician Pa roll/Utili Billie Technician N
Plannin Associate Plannin Associate _ N
Police Chief Police Chief N
Police Officer Police Officer N
__
Police Se east ~ Police Se eant N
Public Service Officer Public Service Officer ,_ N
Public Works Director Public Works Director N
Public Works Maintenance (Sewer/Water Storm Sewer/Surface Water Worker T
Public Works Maintenance (Sanitary
Sewer) Sewer System Worker T
Public Works Maintenance Streets Street Maintenance Worker _ _ T
Public Works Maintenance (Water) Water S stems Worker T
-
Public Works Su ervisor Public Works Su ervisor N
Rece tionist/Rec clin Coordinator Rece tionist T
Records/Evidence Technician Police Records/Evidence Technician T
Job Class Review Summary Information
Total Classes Reviewed: 34
No Change in Title: 14
Recommended Title Change: 20
Percent of Recommended Changes: 59%
HAY POINT FACTOR SYSTEM
The information contained in Table 3 on the following page illustrates the results of the
application of the Hay Point Factor System to the job classifications currently within the
City of Mounds View. This system is used universally by both public and private sector
organizations and is considered a valid system for pay equity purposes. The major
categories of the Hay System aze:
^ gnow-How
This factor measures the amount of knowledge and experience required to
perform the work of a particular job or group of jobs performing similar
work. The focus is on academic and practical experience.
Problem-Solving
This factor measures the value of job knowledge that is required to
identify, define and resolve problems. It is expressed as a percentage of
the Know-How value. The major dimensions are the work environment
within which the thinking takes place and the complexity of problems the
job is faced with.
^ Accountability
This factor is the measure of the responsibility for a job's actions and the
consequences thereof It is the value of the perceived effect of the job on
the end results of a work area or the total organization.
Special Conditions
This factor measures physical effort, work environment and safety
hazards.
7
NOTE: The baseline point factor ratings were contrasted with ratings that were
established as part o, f this project As can be seen in Table 3, a majority of the job
classes did receive either positive or negatii~e point adjustments.
Table 3 -Job Evaluation Point Summaries
City of Mounds View
Position Classification Plan
Current Class Title Rec Class 1~itle Original
Points 2006
Points roint
v,uiancea
City Clerk/ Administrator City Clerk/City
Administrator 1040 1040 0
Police Chief Police Chief 739 718 -21
Public Works Director Public Works Director 732 677 -55
Finance Director Finance Director 677 677 0
Comm Develo went Du Comm Develo went Dir 496 677 +181
D u Police Chief De u Police Chief 426 512 +86
Public Works Su ervisor Public Works Su ervisor 438 519 +81
Parks Supervisor Parks Su rvisor 416 489 +73
Asst to Ci Clerk/Admin Asst City Clerk/Admin 385 432 +47
Police Ser eant Police Ser eant 382 409 +27
Econ Develo Coord Econ Develo Sec 375 417 +42
En ' g/IS Tech I'F/En ' Bering S ec 342 342 0
Accountani Accountant _ 332 332 0
_
Police Officer Police Officer 280 _291 +11 _
Plannin Associate Planning Associate 261 298 +37
Communications Coord Communications S ec 261 275 +14
Bld Official/Fire M/FF Bld Official/Fire Mar. 244 264 +20
Lead Utili Worker Utili Worker, Sr N/A 257 N/A
Admin Asst (Police) Police Su Sec 213 233 +20
Housin Code Enf !FF Housin Code Enf In N/A 200 N!A
Mechanic Mechanic 197 208 +11
Parks Maintenance
Worker Parks Maintenance
Worker 197 197 0
PW Maintenance (Storm
Sewer/Surface Water) Storm Sewer/Surface
Water Worker 197
__ 197 0
PW Maintenance (Sewer
System) Sewer System Worker 197 197 0
PW Maintenance (Street
Maintenance) Street Maintenance
Worker 197 197 0
PW Maintenance (Water
S stems) Water Systems Worker 19? 197 0
Admin Asst (PW) Public Works Tech 194 203 +9
Admin Asst (CD) Comm Develo Tech 183 203 +20
Pa olWtility Bill Tech P oll/Utili Bill Tech 183 203 +20
Records/Evidence Tech Pol Records/Evid Tech N/A 173 N!A
Accts Pa able Clerk Account Clerk N/A 173 N/A
Receptionist/Recyl Coord Rece tionist N/A 169 N/A
Public Service Officer Public Service Officer N/A 169 N/A
Comm Center Custodian Custodian 82 111 +29
8
SOURCES OF EXTERNAL DATA
For this project, a customized salary survey data was utilized in the preparation of the
labor market analysis portion of this report.
The specific cities that were factored into the market analysis were:
Arden Hills Monticello Vadnais Heights
Buffalo Mound
Forest Lake North St Paul
Hutchinson Robbinsdale
Little Canada St Michael
A common indicator as to market position is whether a jurisdiction is within a variance
of plus/minus S% of the targeted marked As can be seen in Table 4, the majority of
the job classes within the City are leading the market based on the survey samples
However, factors such as collective bargaining, internal equity, employee retention and
the availability of qualif ed candidates should be factored into any compensation
decision.
Table 4 -Market Rate Variances
City of Mounds View
Position Classification Plan
Current Class Title Recommended Class Title Current
Rate Market
Rate Market
_Variance
City Clerk! City 47.15 43.78 7 70%
City Glerk/Administrator Administrator 8171 7587
8
70%
Police Chief Police Chief 6960 6403 '
39.18 34.40 13
90%
Finance Director Finance Director 6790 ~ 5961 .
39.07 35,20 11
00%
Comm Develop Duector Comm Develop Duector 6771 6100 .
35.94 30.95 16
12%
Deputy Police Chief Deputy Police Chief 6228 5364 .
28.66 27.06 5 90%
Public Works Supervisor Public Works Supervisor 4967 4689
27.55 24.58 12
10%
Enging/IS Technician IT/Enging Specialist
~ 4774 4260 .
27.23 25.23 90%
7
Parks Supervisor Parks Supervisor 4719 4372 .
27.74 26.11 6
24%
Asst to City Clerk/Admin Asst City Clerk/Admin 480? 4525 .
PaymlWtility Billing 22.10 18.77 17 70%
PayrolWtility Billing Tech Tech 3830 3241 _
41.78 34.89 70%
19
Public Works Director Public Works Director 7240 6046 .
9
Table 4 -Market Rate Variances
City of Mounds View
Position Classification Plan
Current Class Title Recommended Class Title Current
Rate Market
Rate Market
Variance
Building Official/1:'ire Building OfficiallFire 26.96 28.37 S 20%
Marshall/FF Marshall 4672 4917 _
Eco
D
el
C
d E
D
l
S 26.32 25.93 1
50%
n
oor
ev
op ton
eve
op
pec 4561 4494 .
Accountant c
A
t
t 26.28 23.01 14
20%
_ oun
c
an 4554 3988 .
Plannin
o
i
A
t Pl
i
A
i
t 22.22 26'89 21
00%
g
a
ss
c
e
~ ann
ng
ssoc
e
a 3851 4660 _
.
Hou
i
/Cod
E
f
I HousinglCode Enforce 20,89 21.60 40%
3
s
ng
e
n
orce
nsp Inspector 3620 3743 -
.
Communi
ations Co
rd i
C
ti
S 22'22 21'57 3
00%
c
o ommun
ons
ca
pec 3851 3738 .
Admire Asst (Comm Dev) m
D
l
C
T
h 5 17
32%
o
m
eve
op
ec 3
65 3038 .
Admire Asst )
(Pub Works
P
bli
Wo
T
h
k 20.57 22.76
10
6
5%
u
r
c
s
ec 3565 3944 .
.
'
Admire Asst
(Police)
Polic
i
li
S
S
t 20.57 21.04
2
30%
e
upp
pec
a
s 3866 3971 .
-
Records/Evidence Tech P
li
R
/E
d
id T
h 1 1 0
82%
o
ce
ecor
s
v
ec 3
68 3
42 '
Receptionist/Recycling Re
e
ti
i
t 15.25 16.16 6
00%
Coord c
p
on
s 2643 2801 _
.
bli
P
S
i
Offi P
bli
S
i
Offi 13.67 16.27 19
00%
u
c
erv
cer
ce u
erv
ce
c
cer 2369 2820 _
.
Police Sergeant Police Sergeant 33.61 29.99 12
10%
5825 5197 .
Police Officer Police Officer 28.04 23.49 40%
19
4859 4071 .
Lead Utility Worker Utility Worker, Senior 24.24 23.03 5 25%
4201 3991
Parks Maintenance Worker Parks Maintenance _
21.39 18.9? 12 76%
Worker 3707 3288
Maintenance (Storm Storm SewerlSurface 21.39 19.65 8 85%
SewerlSurface Water Water Worker 3707 3405
Maintenance (Sewer Sewer System Worker 21.39 19.96 7 20%
System) 3707 3459
Maintenance (Street Street Maintenance 21.39 20.02 6
80%
Maintenance) Worker 3707 3469 .
Maintenance (Water Water Systems Worker 21.39 19.58 9
20%
Systems) 3707 3393 .
Community Center Custodian 19.78 14.66
Custodian 3428 2541 34
9%
.
10